技能员工的创新、承诺与离职:被中介的调节模型  

Innovation,Commitment and Turnover of Front-line Technical Workers:A Moderated Mediation Model

作　　者：覃大嘉[1] 杨颖[1] 刘人怀 李亚[3,1] 江峰[2] CHIN Tachia;YANG Ying;LIU Renhuai;LI Ya;JIANG Feng(School of Management, Hangzhou Dianzi University, Hangzhou 310018, China;Institute of Innovation and Development, Hangzhou Dianzi University, Hangzhou 310012, China;School of Management, Shanghai University, Shanghai 200444, China)

机构地区：[1]杭州电子科技大学管理学院,杭州310018 [2]杭州电子科技大学创新与发展研究院,杭州310012 [3]上海大学管理学院,上海200444

出　　处：《管理科学》2018年第2期20-32,共13页Journal of Management Science

基　　金：杭州电子科技大学重点课题项目(ZX170403304004);杭州电子科技大学案例项目(ZX150204304001-010)~~

摘　　要：技能员工是中国制造业员工队伍的骨干,在创新压力下,有效管理这些员工,降低其离职意向,已成为中国制造业企业发展创新能力的重要基础。已有研究多聚焦于高科技或研发人才的创新绩效,较少关注如何激励基层技能员工进行创新,因此探索中国制造业基层技能员工的承诺、离职与创新工作行为之间的内在动力机制具有现实意义。基于资源保存理论,分析企业转型背景下技能员工的情感承诺、持续承诺以及二者的交互作用对创新工作行为和离职意向的作用机制。采取问卷调查的方法,调查adidas在中国的7家大型代工厂,共收集1 514份来自技能员工的有效问卷,运用Spss 21.0和Mplus 7.4构建结构方程进行数据分析,对提出的假设进行验证。研究结果表明,转型升级背景下,技能员工的持续承诺与创新工作行为负相关,情感承诺与创新工作行为正相关,并且受到持续承诺的调节;根据态度-意向-行为的概念框架,离职意向会中介情感承诺与持续承诺交互作用对创新工作行为的影响;当技能员工感知到工作场所资源的动态变化,他们的持续承诺会增加其离职意向,影响其从事创新工作行为。提出能深入分析技能员工创新、离职与承诺的内在动力机制,突显出持续承诺在组织转型期间的重要性。研究结果不但丰富了跨学科领域的相关知识,更为中国其他正在转型升级的企业提供了有参考价值的实证依据。Front-line technical workers constitute the backbone of the manufacturing staff in Chinese manufacturing sector. Under intensifying pressure to innovate,it has become critical for Chinese manufacturing firms with the aim of developing innovation capabilities to effectively manage such workers and reduce their turnover intention. However,while previous research still focused more on discussing the innovation performance of RD and high-tech employees,there has been a dearth of empirical studies investigating the innovation work behavior（IWB） among technical employees at the grassroots level. This paper thus focuses on exploring the intrinsic mechanisms of commitment,turnover intention and IWB among front-line technical workers in Chinese manufacturing.Built upon the conservation of resources（COR） theory,this research probed into the effects of affective commitment（AC）,continuance commitment（CC） and their interaction effects on employee turnover intention and IWB. The questionnaire method was adopted to investigate seven large OEM factories of the adidas group in China,whereby valid data from 1 514 technical workers were collected. Spss 21. 0 and Mplus 7. 4 software programs were used for statistical analyses.The results indicated that in terms of the front-line technical workers facing an industrial transformation,CC is negatively related to IWB,AC is positively related to IWB,and the AC-IWB relationship is moderated by CC. In addition,the interaction effect of AC and CC is mediated by turnover intention according to the ＂commitment-intention-behavior＂framework.The main theoretical contribution of this study is to propose an intrinsic motivation mechanism from the COR perspective,elucidating the intricate relations between innovation,turnover and commitment among production labors. This research discovered that when the front-line technical workers perceive dynamic changes of resources in the workplace,their CC may increase their turnover intention and influence their IWB-Which underscores the s

关 键 词：创新工作行为 组织承诺 资源保存 技能员工 离职意向 

分 类 号：F273.1[经济管理—企业管理]